Staff Structure | ACER ESG
Staff Structure
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As of the end of December 2023, Acer had 7,813 employees worldwide: including 7,403 regular employees, of whom 4,512 were male and 2,891 were female; and 410 fixed-term employees, of whom 325 were male and 85 were female. This Company’s staff are spread across 40 countries/territories. Of these, 1,389 were supervisors, 2,270 were professionals, 893 were executives, and 3,261 were technicians by job category ; 3,681 were in Taiwan, 1,695 were in EMEA, 1,851 were in PanAsia Pacific, 586 were in Pan America; the average age was 41.3 years old and the average years of experience was 9.5 years. In addition, we had 381 temporary staff, of which 297 are male and 84 female.
- Global staff figures are calculated with the total number of full-time staff and contracted staff together
Staff Structure
| Male | Female | Other (Gender is determined by the employee) | Undisclosed | Subtotal | ||||||
| Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Percentage of total Employees (%) | |
| Taiwan | 2,159 | 59% | 1,522 | 41% | - | 0% | - | 0% | 3,681 | 47% |
| EMEA | 1,205 | 71% | 490 | 29% | - | 0% | - | 0% | 1,695 | 22% |
| Pan Asia Pacific | 1,131 | 61% | 720 | 39% | - | 0% | - | 0% | 1,851 | 24% |
| Pan America | 342 | 58% | 244 | 42% | - | 0% | - | 0% | 586 | 8% |
| Male | Female | Other (Gender is determined by the employee) | Undisclosed | Subtotal | ||||||
| Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Percentage of total Employees (%) | |
| Under 30 | 722 | 60% | 484 | 40% | - | 0% | - | 0% | 1,206 | 15% |
| 30-50 | 3,108 | 62% | 1,918 | 38% | - | 0% | - | 0% | 5,026 | 64% |
| 50 and Over | 1,007 | 64% | 574 | 36% | - | 0% | - | 0% | 1,581 | 20% |
| Age Undisclosed | 0 | 0% | 0 | 0% | - | 0% | - | 0% | 0 | 0% |
| Male | Female | Other (Gender is determined by the employee) | Undisclosed | Subtotal | ||||||
| Number of People | Number of People(%) | Number of People | Number of People(%) | Number of People | Number of People(%) | Number of People | Number of People(%) | Number of People | Percentage of total Employees (%) | |
| Technical Staff | 2,344 | 72% | 917 | 28% | - | 0% | - | 0% | 3,261 | 42% |
| Specialist Staff | 1,169 | 51% | 1,101 | 49% | - | 0% | - | 0% | 2,270 | 29% |
| Management Staff | 955 | 69% | 434 | 31% | - | 0% | - | 0% | 1,389 | 18% |
| Administrative Staff | 369 | 41% | 524 | 59% | - | 0% | - | 0% | 893 | 11% |
| Male | Female | Other (Gender is determined by the employee) | Undisclosed | Subtotal | ||||||
| Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Percentage of total employees (%) | |
| Regular Staff | 4,512 | 61% | 2,891 | 39% | - | 0% | - | 0% | 7,403 | 95% |
| Temporary Staff | 325 | 79% | 85 | 21% | - | 0% | - | 0% | 410 | 5% |
| Male | Female | Other (Gender is determined by the employee) Undisclosed | Undisclosed | Subtotal | ||||||
| Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Number of People (%) | Number of People | Percentage of total Employees (%) | |
| Full-Time Staff | 4,512 | 61% | 2,891 | 39% | - | 0% | - | 0% | 7,403 | 95% |
| Part-Time Staff | 325 | 79% | 85 | 21% | - | 0% | - | 0% | 410 | 5% |
| Employees Without Hours Guarantee | 0 | 0% | 0 | 0% | - | 0% | - | 0% | 0 | 0.0% |
Diversity and Inclusion
We emphasize an "equal opportunity" workplace policy. We are committed to maintaining a non-discriminatory work environment by respecting and accommodating the diverse cultures of our team members. We provide equal employment opportunities to employees and job applicants without discrimination based on race, color, genetic heritage, or other characteristics protected by local laws. We remind supervisors to use the analytical data of the candidate's skill level and personality assessment as the basis for recruitment, and to recruit without bias based on their gender, age, race, etc. In addition, we promote the importance of multiculturalism to our global workforce through classroom and online training, emphasizing that Acer provides a work environment free of discrimination (including race and color). We also review demographics of our employees and leadership teams, such as BIPOC (Black, Indigenous, and people of color) data, to inform recruitment and training planning.
Multinational and diverse employees
Acer's corporate culture emphasizes diversity, equality, and inclusiveness, which is also reflected in the distinctive features of our employees coming from various continents and countries.
| Region/Nationality | Share in total workforce (as % of total workforce) | Share in all management positions, |
|---|---|---|
| Taiwan | 47.6% | 44.8% |
| United States | 5.7% | 7.6% |
| China | 5.3% | 6.3% |
| Poland | 4.6% | 2.2% |
| Germany | 4.2% | 1.8% |
| Philippines | 4.1% | 1.3% |
Proportion of Female employees
2020 | 2021 | 2022 | 2023 | Target year (2024) of achievement | |
|---|---|---|---|---|---|
| Share of women in total workforce | 37% | 37% | 38% | 38% | 38% |
| Share of women in all management positions | 30% | 31% | 31% | 31% | 32% |
| Share of women in junior management positions | 36% | 33% | 33% | 32% | 34% |
| Share of women in top management positions | 17% | 17% | 18% | 23% | 20% |
| Share of women in management positions in revenue-generating functions | 37% | 26% | 29% | 39% | 30% |
| Share of women in STEM-related positions | 26% | 27% | 28% | 27% | 28% |
- According to Acer's internal classification principles, this refers to the sum of middle/junior level executives.
- The original definition was based on the list of senior executives disclosed in the annual report. In 2023, it was revised according to Acer's internal management level policy, hence adjusting the data for previous years accordingly.
- Revenue-Generating function refers to a direct management role in a department such as sales, or a role that contributes directly to the output of a product or service.
- STEM refers to Science, Technology, Engineering and Mathematics. STEM staff members use their knowledge of science, technology, engineering or mathematics in their daily duties.
Racial/Ethnic Composition of Acer America Staff
| Asian | Black or African American | Hispanic or Latinx | Caucasian | Other | Total | |
|---|---|---|---|---|---|---|
| Management Staff | 29% | 0% | 6% | 59% | 6% | 100% |
| Technical Staff | 3% | 1% | 7% | 73% | 16% | 100% |
| All Other Staff | 31% | 6% | 21% | 34% | 8% | 100% |
Talent Recruitment
Wherever we are in the world, Acer strives to adhere to labor laws when hiring staff. We insist on equal opportunity employment, hiring through an open selection process that does not discriminate on the basis of factors that have no bearing on work capability, including ethnicity, skin color, age, religious belief, nationality, ancestry, marital status,gender, sexual orientation, gender identity, military service, or political beliefs. With our focus on hiring the best people for the job, we have been able to assemble a diverse array of outstanding talent. We also provide competitive pay and benefits, humane management, and a robust path for promotion and career development.
In 2023, the global average percentage of staff who were new full-time hires (a total of 831 people) was 11%. In 2023, we had 844 regular employees departing globally, with an average turnover rate of 11%, a decrease from 2022, primarily due to enhanced management training to enable supervisors to understand management communication, job coaching, and performance management skills, resulting in a stronger sense of belonging to the team.
Percentage of Vacancies Filled by Internal Staff
Turnover Rate in Recent Years
- The formula for calculating the voluntary employee turnover rate is: (the number of voluntary departures in the current year) / (the number of persons in employment at the end of the previous year + the number of persons in employment at the end of the current year) / 2
2022 Talent Recruitment Goals and Achievements
Develop Recruitment Channels
Facing the post-epidemic era, we continue to develop diversified digital recruitment channels and methods
Cooperate with Schools & Government Agencies
Proactively cooperate with schools and government agencies, organize corporate visits or other channels to enhance employer brand image
Increase Exposure and Visibility
Assist IPO companies within the Group to leverage the Group's synergy to increase exposure and visibility
Recruitment Campaign
The recruitment campaign actively integrates the Company's sustainable management strategy and project humanity, focuses on environmental and educational issues, and spreads the concept of sustainability to potential candidates.
Maintain participants in shareholding trust
Maintain at least 60% of the participants in the Company's shareholding trust
Group Mock Interview
In July 2022, Acer was invited by the Youth Career Development Center to conduct a group mock interview and gave feedback to about 18 young people on interview improvement suggestions and resume writing.
Convey Philosophy of Sustainable Development
Hosted over 30 young people to introduce ESG and convey Acer's philosophy of sustainable development
Visit for Youth
We organized a visit to a job market for young people and received 25 students from National Taiwan University of Science and Technology in November to give them a better understanding of industry trends and future directions.